Executive Summary
About the Survey:
This survey was administered in January and February 2021 to progressive and Democratic data, analytics, and technology staff, largely reflecting respondents’ 2020 employment and salaries. Thanks to everyone who participated and/or shared the survey – this was the largest participation n-size yet!
How to use the results
There were 608 respondents recruited using snowball sampling. The survey was announced on a few major progressive and Democractic political and/or data email listservs and Slack channels, and readers were encouraged to share the survey around their offices and networks. This should not be considered a representative sample of all people working in the industry. The n-size and results as compared to previous year surveys’ offer some consistency, particularly at the aggregate level, but some experiences may not be represented.
This survey may be useful in evaluating salaries and roles of individuals or workplaces, but a survey of this kind should be used with care – your experience may be different.
Early salary surveys had heavy response rates among certain demographics, while more recent years have seen some notable shifts. We should be cautious in making assumptions about these demographic shifts. The survey is anonymous, and we are not able to make assessments about non-respondents. Some data has been obscured in this report due to small n-sizes (such as among certain demographic categories).
Finally, although useful to benchmark, employers should NOT determine a role’s salary based on this survey alone.
We’ve highlighted some findings of interest, but strongly encourage you to review the full data set.
About Respondents:
Gender: About half of respondents were cis women (49%). 43% were cis men. Seven percent were trans or non-binary.
Respondents were 64% white. This is a notable change from the last survey (2018) where 76% of respondents were white.
The median age was 30, while 36% were between ages 25 and 29.
Slightly fewer than half of respondents’ (47%) families have been in the United States for fewer than three generations.
62% of respondents identified as heterosexual/straight.
57% of respondents have a bachelor’s degree; 39% report a degree higher than a bachelor’s.
15% report having a disability (“a physical or mental impairment or medical condition that substantially limits a major life activity”).
35% of respondents live in the DC area, followed by New York metro area at 8% and Chicago metro area at 6%.
Nearly all respondents (96%) were fully employed during the 2020 election cycle.
Salary Need to add
Skills + Tools:
Within the last year, a majority of respondents have either transformed data/generated reports with SQL (74%), managed and reviewed others’ analysis or work (70%), created voter contact universes (59%), or presented the results of an analysis for non-technical leadership (59%).
Almost 80% of respondents learned the skills and tools they use weekly at their current and/or previous job.
A majority of respondents consider themselves to be either “intermediate” or “advanced” with Excel/Google spreadsheets (93%), SQL (72%), and voter file management (65%).
Job Characteristics:
Among respondents, 48% said the primary focus of their organization was data, analytics, or technology. This jumped to 92% for their team and 95% for their role.
Respondents work at a variety of organizations, with analytics/polling firms (18%), issue or advocacy organizations (17%), vendors (13%), and political campaigns (9%) making a majority of the organizations represented.
A majority of respondents’ primary job function or primary function of their team was general analytics or data science (22%), general data management and reporting (19%), or field/grassroots-focused data (11%).
39% of respondents are managers.The likelihood of being a manager did not meaningfully vary by race and/or gender.
Other Findings:
If respondents were to leave the progressive/Democratic data space, the top reasons were: for a better-paying job (39%); for a better work/life balance (27%); because they feel stagnated or that there isn’t a clear next step in their career (26%); for better opportunities to learn and grow in other fields (24%); or due to burn out (22%).
59% of respondents worked somewhere that provided additional benefits due to the COVID-19 pandemic.
26% respondents work in a unionized workplace or have a recognized bargaining unit. Among those respondents, a large plurality (47%) work someplace that has unionized within the past two years.
Respondent Charateristics
Education
What is the highest level of education that you have completed?
|
|
Proportion
|
N
|
|
High School Diploma or GED
|
3%
|
17
|
|
Associate’s Degree
|
1%
|
4
|
|
Bachelor’s Degree
|
57%
|
344
|
|
Post-bachelor’s Work, no Higher Degree
|
7%
|
45
|
|
Master’s or Professional Degree (MA, MPP, JD, etc.)
|
28%
|
172
|
|
Doctoral Degree (PhD)
|
4%
|
23
|
|
Other
|
0%
|
2
|
|
Prefer not to answer
|
0%
|
1
|
Geography
Country
What country do you live in?
|
|
Proportion
|
N
|
|
United States
|
99%
|
603
|
|
Australia
|
0%
|
1
|
|
Canada
|
0%
|
1
|
|
France
|
0%
|
1
|
|
Spain
|
0%
|
1
|
|
Turkey
|
0%
|
1
|
Area
What’s your zip code? [only asked to US respondents, responses coded to Census metropolitan areas]
|
|
Proportion
|
N
|
|
Washington-Arlington-Alexandria, DC-VA-MD-WV
|
35%
|
214
|
|
New York-Newark-Jersey City, NY-NJ-PA
|
8%
|
51
|
|
Chicago-Naperville-Elgin, IL-IN-WI
|
6%
|
39
|
|
Boston-Cambridge-Newton, MA-NH
|
4%
|
26
|
|
Philadelphia-Camden-Wilmington, PA-NJ-DE-MD
|
3%
|
21
|
|
San Francisco-Oakland-Berkeley, CA
|
3%
|
20
|
|
Los Angeles-Long Beach-Anaheim, CA
|
2%
|
14
|
|
Seattle-Tacoma-Bellevue, WA
|
2%
|
13
|
|
Austin-Round Rock-Georgetown, TX
|
2%
|
11
|
|
Atlanta-Sandy Springs-Alpharetta, GA
|
2%
|
10
|
|
Denver-Aurora-Lakewood, CO
|
1%
|
9
|
|
Baltimore-Columbia-Towson, MD
|
1%
|
8
|
|
Minneapolis-St. Paul-Bloomington, MN-WI
|
1%
|
8
|
|
Raleigh-Cary, NC
|
1%
|
8
|
|
Sacramento-Roseville-Folsom, CA
|
1%
|
6
|
|
Detroit-Warren-Dearborn, MI
|
1%
|
5
|
|
Phoenix-Mesa-Chandler, AZ
|
1%
|
5
|
|
Other (less than 5 people in metro area)
|
20%
|
122
|
|
Missing
|
3%
|
18
|
Work Experience
Politics & Data
How many years of work experience do you have in progressive politics and in data, analytics, and technology (i.e., how many years have you been a progressive data, analytics, or technology practitioner)?
Politics, Not Data
How many years of work experience do you have in progressive politics but not in data, analytics, and technology (i.e., exclude any years worked in data, analytics, and technology)?
Data, Not Politics
How many years of work experience do you have in data, analytics, and technology but not in progressive politics (i.e., exclude any years worked in progressive politics)? 
Total
Employment Status
Current Status
What is your current employment status (as of January 2021)? Select all that apply.
|
|
Proportion
|
N
|
|
Full-time at one or more jobs
|
82%
|
500
|
|
Unemployed
|
11%
|
64
|
|
Freelance / contracting / self-employed
|
8%
|
49
|
|
In school
|
1%
|
8
|
|
Part-time at one or more jobs
|
1%
|
5
|
|
Other
|
0%
|
0
|
During 2020 election cycle
What was your employment status during the 2020 election cycle? Select all that apply.
|
|
Proportion
|
N
|
|
Full-time at one or more jobs
|
96%
|
585
|
|
Freelance / contracting / self-employed
|
7%
|
41
|
|
In school
|
2%
|
13
|
|
Part-time at one or more jobs
|
1%
|
8
|
|
Other
|
0%
|
1
|
|
Unemployed
|
0%
|
0
|
Involvement in Data/Analytics/Tech
- Is the primary focus (>40% of resources) of your organization data, analytics, or technology?
- Is the primary focus (>40% of resources) of your team data, analytics, or technology?
- Is the primary focus (>40% of time) of your role data, analytics or technology?
Job Characteristics
Organization Type
How would you describe the organization?
|
|
Proportion
|
N
|
|
Analytics / Polling firm
|
18%
|
110
|
|
Issue or advocacy organization
|
17%
|
101
|
|
Vendor (i.e. technology vendor)
|
13%
|
82
|
|
Political campaign
|
9%
|
57
|
|
Non-issue-specific Independent Expenditure group (i.e. Super PAC or c4 organization)
|
9%
|
56
|
|
Party committee
|
8%
|
49
|
|
Labor union
|
7%
|
44
|
|
Other consulting firm (media, field, digital, etc.)
|
7%
|
42
|
|
Government agency, contractor, or related employer
|
4%
|
25
|
|
Other
|
7%
|
42
|
Primary Job Function
What is your primary job function? If in management, please indicate the primary job function of your team.
|
|
Proportion
|
N
|
|
General analytics or data science
|
22%
|
135
|
|
General data management and reporting
|
19%
|
114
|
|
Field / grassroots-focused data (e.g. VAN admin)
|
11%
|
68
|
|
Data infrastructure and processing
|
10%
|
59
|
|
Engineering / software development
|
9%
|
54
|
|
Polling and Research
|
7%
|
42
|
|
Consulting / client relations
|
7%
|
40
|
|
Product / Project management
|
6%
|
37
|
|
Digital data and analytics
|
3%
|
19
|
|
Development / fundraising-focused data
|
2%
|
11
|
|
Other
|
5%
|
29
|
Seniority
How would you describe your level of seniority within the organization?
|
|
Proportion
|
N
|
|
Entry-Level
|
15%
|
90
|
|
Mid-Level
|
41%
|
249
|
|
Senior-Level, but not Department Head
|
21%
|
129
|
|
Department Head
|
16%
|
98
|
|
Organization Head, President or C-Level
|
5%
|
29
|
|
Other
|
0%
|
2
|
|
Freelance
|
2%
|
11
|
In the appendix, you can view seniority by gender and race.
Management
How many staffers do you manage? Please include everyone who reports “up the chain” to you, both directly or through layer(s) of management.
|
|
Proportion
|
N
|
|
0 staffers
|
61%
|
370
|
|
1-4 staffers
|
26%
|
156
|
|
5-9 staffers
|
8%
|
46
|
|
10-14 staffers
|
2%
|
14
|
|
More than 15 staffers
|
4%
|
22
|
In the appendix, you can view management by gender and race.
Time Writing Code
What percentage of your time do you spend directly conducting analysis or writing code - as opposed to other work such as communicating with external partners or managing staff?
Overall
By Seniority
By Job Type
Salary Overview
In US Dollars, what is your total expected annual pre-tax income, including bonuses or commissions? This figure may be salaried or unsalaried.
|
Category
|
N
|
Mean
|
Median
|
|
All
|
608
|
$94,571
|
$88,000
|
Salary Distribution
|
|
Proportion
|
N
|
|
Under $45,000
|
3%
|
16
|
|
$45,000 to $49,999
|
1%
|
9
|
|
$50,000 to $54,999
|
4%
|
25
|
|
$55,000 to $59,999
|
3%
|
21
|
|
$60,000 to $64,999
|
6%
|
35
|
|
$65,000 to $69,999
|
6%
|
34
|
|
$70,000 to $74,999
|
7%
|
44
|
|
$75,000 to $79,999
|
6%
|
36
|
|
$80,000 to $84,999
|
6%
|
37
|
|
$85,000 to $89,999
|
9%
|
56
|
|
$90,000 to $94,999
|
6%
|
37
|
|
$95,000 to $99,999
|
5%
|
31
|
|
$100,000 to $104,999
|
6%
|
34
|
|
$105,000 to $109,999
|
4%
|
26
|
|
$110,000 to $114,999
|
4%
|
22
|
|
$115,000 to $119,999
|
3%
|
17
|
|
$120,000 to $124,999
|
3%
|
21
|
|
$125,000 to $129,999
|
2%
|
15
|
|
$130,000 to $134,999
|
2%
|
13
|
|
$135,000 to $139,999
|
1%
|
5
|
|
$140,000 to $144,999
|
2%
|
10
|
|
$145,000 to $149,999
|
2%
|
11
|
|
$150,000 to $154,999
|
2%
|
11
|
|
$155,000 to $159,999
|
1%
|
6
|
|
$160,000 to $164,999
|
1%
|
8
|
|
$165,000 to $169,999
|
1%
|
4
|
|
$170,000 to $174,999
|
1%
|
4
|
|
$175,000 to $179,999
|
1%
|
4
|
|
$180,000 to $184,999
|
0%
|
1
|
|
$185,000 to $189,999
|
0%
|
1
|
|
$190,000 to $194,999
|
0%
|
1
|
|
$200,000+
|
2%
|
13
|
Benefits
Which of the following benefits are you personally eligible for? Select all that apply.
|
|
Proportion
|
N
|
|
Health insurance
|
92%
|
557
|
|
Paid vacation days
|
90%
|
550
|
|
Paid sick days
|
87%
|
528
|
|
Retirement plan (401(k), 403(b), IRA, etc.)
|
75%
|
456
|
|
Paid parental leave
|
60%
|
362
|
|
Ability to work remotely (pre pandemic)
|
50%
|
304
|
|
Cell phone and/or internet reimbursement
|
49%
|
296
|
|
Continuing education / professional development
|
45%
|
274
|
|
Other
|
14%
|
83
|
|
Pension
|
10%
|
58
|
|
Stock / Equity in organization
|
6%
|
36
|
|
Day care
|
3%
|
21
|
|
None of the above
|
3%
|
17
|
Negotiation
Try Negotiate
During your last job offer or performance review, did you try to negotiate your salary?
|
|
Proportion
|
N
|
|
Yes
|
36%
|
219
|
|
No
|
51%
|
310
|
|
Not applicable (union, freelancer, etc.)
|
13%
|
79
|
In the appendix, you can view negotiation outcomes by gender and race.
Negotiation Successful
Was your negotiation successful? Please select all that apply. [only asked to respondents who attempted a negotiation]
|
|
Proportion
|
N
|
|
Yes, I increased my benefits
|
6%
|
14
|
|
Yes, I increased my compensation
|
74%
|
161
|
|
Yes, I improved my title
|
18%
|
39
|
|
No, I did not gain improved compensation, benefits or title
|
24%
|
52
|
In the appendix, you can view negotiation outcomes by gender and race.
Professional Development
Opportunity
Does your employer offer any career development opportunities?
|
|
Proportion
|
N
|
|
Yes
|
50%
|
302
|
|
Yes, but I am not eligible
|
3%
|
16
|
|
No
|
23%
|
140
|
|
Not sure
|
25%
|
150
|
Available
What types of employer-funded professional development opportunities are available to you? Please select all that apply. [only asked to respondents who are offered career development opportunities]
|
|
Proportion
|
N
|
|
Attending a conference or similar event
|
81%
|
244
|
|
Attending off-site trainings
|
67%
|
202
|
|
Buying books or other training materials
|
62%
|
187
|
|
Presenting on a work project at a conference or similar event
|
56%
|
170
|
|
One-on-one or small group training on work time
|
49%
|
148
|
|
Receiving a professional certification
|
44%
|
132
|
|
Other professional development resources not mentioned above
|
30%
|
92
|
|
Tuition reimbursement
|
27%
|
81
|
Used
Which of these professional development opportunities have you used? Please select all that apply. [only asked to respondents who are offered career development opportunities]
|
|
Proportion
|
N
|
|
Attending a conference or similar event
|
56%
|
166
|
|
Attending off-site trainings
|
34%
|
100
|
|
Buying books or other training materials
|
33%
|
99
|
|
Presenting on a work project at a conference or similar event
|
27%
|
79
|
|
One-on-one or small group training on work time
|
27%
|
79
|
|
Haven’t used any
|
16%
|
49
|
|
Other professional development resources not mentioned above
|
14%
|
41
|
|
Receiving a professional certification
|
11%
|
32
|
|
Tuition reimbursement
|
6%
|
18
|
Open-Ended
Thinking about your career path and focus, which one specific skill or tool do you most want to learn?
Responses to this question included data visualization, GIS/mapping, working with APIs, management, modeling, and python.
Salary Crosstabs
In all of the following crosstabs, salary information is excluded for groups with fewer than 5 people.
Respondent Characteristics
Gender
|
Category
|
N
|
Mean
|
Median
|
|
Cis Woman
|
297
|
$94,844
|
$88,000
|
|
Cis Man
|
259
|
$96,093
|
$90,000
|
|
Trans or Nonbinary
|
44
|
$79,712
|
$72,250
|
|
Prefer not to answer
|
8
|
$116,920
|
$112,500
|
Gender (Binned)
|
Category
|
N
|
Mean
|
Median
|
|
Cisgender
|
556
|
$95,426
|
$89,000
|
|
Trans or Nonbinary
|
44
|
$79,712
|
$72,250
|
|
Prefer not to answer
|
8
|
$116,920
|
$112,500
|
Race / Ethnicity
|
Category
|
N
|
Mean
|
Median
|
|
White
|
390
|
$96,928
|
$90,000
|
|
POC/Other
|
212
|
$89,658
|
$85,000
|
|
Prefer not to answer
|
6
|
$115,000
|
$105,000
|
Age
|
Category
|
N
|
Mean
|
Median
|
|
20-24
|
60
|
$64,876
|
$65,000
|
|
25-29
|
221
|
$84,931
|
$84,000
|
|
30-34
|
170
|
$101,764
|
$100,000
|
|
35-39
|
96
|
$107,428
|
$98,000
|
|
40-44
|
35
|
$129,300
|
$122,000
|
|
45-49
|
12
|
$111,591
|
$91,047
|
|
50-54
|
11
|
$95,691
|
$92,000
|
Sexuality
|
Category
|
N
|
Mean
|
Median
|
|
Heterosexual
|
379
|
$95,603
|
$90,000
|
|
Queer
|
208
|
$93,077
|
$85,000
|
|
Prefer not to answer
|
21
|
$90,762
|
$87,000
|
Disability
|
Category
|
N
|
Mean
|
Median
|
|
Yes, I have or previously had a disability
|
90
|
$87,787
|
$76,938
|
|
No, I don’t have a disability
|
484
|
$95,945
|
$89,500
|
|
Other
|
12
|
$81,113
|
$80,000
|
|
Prefer not to answer
|
22
|
$99,450
|
$95,000
|
Education
|
Category
|
N
|
Mean
|
Median
|
|
High School Diploma or GED
|
17
|
$95,102
|
$90,000
|
|
Bachelor’s Degree
|
344
|
$90,533
|
$85,000
|
|
Post-bachelor’s Work, no Higher Degree
|
45
|
$96,406
|
$89,000
|
|
Master’s or Professional Degree (MA, MPP, JD, etc.)
|
172
|
$98,604
|
$91,500
|
|
Doctoral Degree (PhD)
|
23
|
$117,217
|
$105,000
|
Work Experience
Job Characteristics
Organization
|
Category
|
N
|
Mean
|
Median
|
|
Analytics / Polling firm
|
110
|
$96,428
|
$89,500
|
|
Issue or advocacy organization
|
101
|
$82,552
|
$80,000
|
|
Vendor (i.e. technology vendor)
|
82
|
$106,450
|
$98,500
|
|
Political campaign
|
57
|
$82,671
|
$85,000
|
|
Non-issue-specific Independent Expenditure group (i.e. Super PAC or c4 organization)
|
56
|
$87,804
|
$82,000
|
|
Party committee
|
49
|
$86,819
|
$80,000
|
|
Labor union
|
44
|
$99,886
|
$100,725
|
|
Other
|
42
|
$102,587
|
$90,354
|
|
Other consulting firm (media, field, digital, etc.)
|
42
|
$109,044
|
$100,000
|
|
Government agency, contractor, or related employer
|
25
|
$106,350
|
$100,000
|
Seniority
|
Category
|
N
|
Mean
|
Median
|
|
Entry-Level
|
90
|
$69,269
|
$68,250
|
|
Mid-Level
|
249
|
$83,822
|
$82,000
|
|
Senior-Level
|
256
|
$113,631
|
$110,000
|
|
Freelance
|
11
|
$95,348
|
$90,708
|
In the appendix, you can view salary by more granular seniority categories.
Management
|
Category
|
N
|
Mean
|
Median
|
|
0 staffers
|
370
|
$84,926
|
$80,000
|
|
1-4 staffers
|
156
|
$103,065
|
$98,000
|
|
5+ staffers
|
82
|
$121,934
|
$120,000
|
In the appendix, you can view salary by more granular management categories.
Primary Job Function
|
Category
|
N
|
Mean
|
Median
|
|
General analytics or data science
|
135
|
$99,666
|
$93,000
|
|
General data management and reporting
|
114
|
$82,187
|
$75,956
|
|
Field / grassroots-focused data (e.g. VAN admin)
|
68
|
$71,067
|
$71,000
|
|
Data infrastructure and processing
|
59
|
$91,433
|
$86,500
|
|
Engineering / software development
|
54
|
$114,526
|
$112,000
|
|
Polling and Research
|
42
|
$94,798
|
$90,000
|
|
Consulting / client relations
|
40
|
$112,291
|
$101,350
|
|
Product / Project management
|
37
|
$105,097
|
$105,000
|
|
Other
|
29
|
$114,205
|
$108,000
|
|
Digital data and analytics
|
19
|
$90,554
|
$85,000
|
|
Development / fundraising-focused data
|
11
|
$79,030
|
$80,000
|
Career Plans
Next Steps
Which of the following most accurately describes the next step you would like to take to advance your career? Please select all that apply.
|
|
Proportion
|
N
|
|
Learn new skills or tools related to data, analytics, and technology
|
58%
|
353
|
|
Move into management or a more senior management role
|
41%
|
247
|
|
Work on more interesting/important projects as an individual contributor (i.e., not a manager)
|
32%
|
197
|
|
Stay in a similar role but move to another organization
|
29%
|
179
|
|
I’m happy where I am
|
16%
|
95
|
|
Leave the progressive/Democratic space
|
14%
|
87
|
|
Stay in the progressive/Democratic space but move out of data, analytics, and technology
|
10%
|
61
|
|
Start my own organization
|
7%
|
44
|
|
Other
|
5%
|
30
|
Plans to Leave
Are you planning to leave your organization within the next year?
|
|
Proportion
|
N
|
|
I plan to actively look for new opportunities
|
19%
|
118
|
|
I might leave, but I’m not sure
|
22%
|
133
|
|
I’m not planning to leave
|
38%
|
228
|
|
My current job / contract ends within the next 12 months
|
9%
|
52
|
|
I am currently unemployed
|
13%
|
77
|
Why leaving
If you were to leave the progressive/Democratic data space in the next year, what would lead to that decision? Please select your top two reasons.
|
|
Proportion
|
N
|
|
Better paying job
|
39%
|
239
|
|
Better work/life balance
|
27%
|
162
|
|
Stagnated or feel like there isn’t a clear next step in your career
|
26%
|
158
|
|
Better opportunities to learn and grow in other fields
|
24%
|
146
|
|
Burned out
|
22%
|
135
|
|
More job and/or pay stability
|
15%
|
89
|
|
Going back to school/other further education options
|
12%
|
74
|
|
Hostile workplace environment(s)
|
7%
|
43
|
|
Prefer not to answer
|
6%
|
36
|
|
Better benefits
|
5%
|
30
|
Expect to be in one year
Where do you want or expect to be working a year from now? Select all that apply. [only asked to respondents who are either looking for new opportunities, might leave, on a job / contract that ends within the next 12 months, or currently unemployed]
|
|
Proportion
|
N
|
|
Issue or advocacy organization
|
51%
|
194
|
|
Analytics / Polling firm
|
37%
|
139
|
|
Government
|
32%
|
120
|
|
Vendor (i.e. technology vendor)
|
29%
|
110
|
|
Political campaign
|
28%
|
108
|
|
Other consulting firm (media, field, digital, etc)
|
26%
|
100
|
|
Non-issue-specific Independent Expenditure group (i.e. PAC or c4 organization)
|
26%
|
100
|
|
Labor union
|
24%
|
90
|
|
Other
|
23%
|
89
|
|
Party committee
|
17%
|
64
|
|
In school
|
11%
|
43
|
Covid
Additional Benefits
Regardless of whether you were eligible, did your employer offer any additional benefits due to the COVID-19 pandemic?
|
|
Proportion
|
N
|
|
Yes
|
59%
|
359
|
|
No
|
26%
|
159
|
|
Unsure
|
15%
|
90
|
Benefits Offered
What sort of benefits were offered/provided? Please select all that apply. [only asked to respondents whose organizations offered any additional benefits due to the COVID-19 pandemic]
|
|
Proportion
|
N
|
|
Ability to work remotely
|
87%
|
314
|
|
Flexible work hours/schedules
|
63%
|
226
|
|
Additional paid leave and/or all staff office closures (mental health days)
|
55%
|
196
|
|
Additional mindfulness and/or mental health benefits
|
45%
|
161
|
|
Monthly stipends (or increased value of existing stipends) for cell phone, internet services, or home office needs
|
39%
|
141
|
|
Other
|
13%
|
45
|
|
New or additional child care benefits
|
12%
|
42
|
Open-Ended
Please briefly describe how your organization handled the COVID-19 pandemic to make things easier for staff.
Beyond the responses covered in the question above, organizations implemented four-day work weeks, had no meeting work days to combat zoom fatigue, and established relief funds for employees financially impacted by the pandemic.
Union
Is Unionized?
Is your organization unionized or does it have one or more recognized bargaining units?
|
|
Proportion
|
N
|
|
Yes
|
26%
|
159
|
|
No
|
69%
|
418
|
|
Unsure
|
5%
|
31
|
Union Member?
Are you a member of the union/bargaining unit? [only asked to respondents whose organization is unionized or has one or more recognized bargaining units]
|
|
Proportion
|
N
|
|
Yes
|
46%
|
73
|
|
No, do not qualify for membership
|
53%
|
84
|
|
Unsure
|
1%
|
2
|
Date of Unionization
When did your organization unionize? [only asked to respondents whose organization is unionized or has one or more recognized bargaining units]
|
|
Proportion
|
N
|
|
Within the past two years
|
47%
|
74
|
|
In the past two to five years
|
6%
|
10
|
|
More than five years ago
|
34%
|
54
|
|
I’m not sure
|
13%
|
21
|
Notes
Eligibility
Respondents were only eligible to take this survey if (1) they worked in progressive politics AND (2) if their organization, role, or team focused on data, analytics, or technology.
Respondents satisfied the first criteria if they answered “Yes” or “Did but employment ended post-election” to the following question:
- Do you currently work at an organization that either works in progressive politics or has some clients who work in progressive politics or do you currently work for a government body? Or, if you freelance, do you have some clients that work in progressive politics?
The second criteria was satisfied if the respondents answered “Yes” to one or more of the following questions:
- Is the primary focus (>40% of resources) of your organization data, analytics, or technology?
- Is the primary focus (>40% of resources) of your team data, analytics, or technology?
- Is the primary focus (>40% of time) of your role data, analytics or technology?
Authors and Thanks
This year’s salary survey was conducted and analyzed by Mahelet Fekade, Lena Tom, Cristina Sinclaire, Amit Mistry, and Olivia Robinson. Please reach out to us at salarysurvey@progressivedatajobs.org with any questions, comments, or concerns.
We want to thank the folks who have conducted the salary surveys in the past (listed alphabetically): Sandhya Anathamaran, Anna Cooper, Kass DeVorsey, Lizzie Ellis, Audra Grassia, Chelsea Harris, Mike Jensen, and Annie J. Wang.
And the biggest thank you goes to everyone who took and shared the survey!
Appendix
Additional Salary Crosstabs
Management
|
Category
|
N
|
Mean
|
Median
|
|
0 staffers
|
370
|
$84,926
|
$80,000
|
|
1-4 staffers
|
156
|
$103,065
|
$98,000
|
|
5-9 staffers
|
46
|
$111,946
|
$102,648
|
|
10-14 staffers
|
14
|
$136,384
|
$134,185
|
|
More than 15 staffers
|
22
|
$133,625
|
$134,125
|
Seniority
|
Category
|
N
|
Mean
|
Median
|
|
Entry-Level
|
90
|
$69,269
|
$68,250
|
|
Mid-Level
|
249
|
$83,822
|
$82,000
|
|
Senior-Level, but not Department Head
|
129
|
$106,929
|
$105,000
|
|
Department Head
|
98
|
$115,594
|
$113,250
|
|
Organization Head, President or C-Level
|
29
|
$136,810
|
$140,000
|
|
Freelance
|
11
|
$95,348
|
$90,708
|
Negotiation Outcomes by Demographics
By Gender
During your last job offer or performance review, did you try to negotiate your salary?
|
|
All (n = 608)
|
Cis Man (n = 259)
|
Cis Woman (n = 297)
|
Trans or Nonbinary (n = 44)
|
|
Yes
|
36%
|
36%
|
37%
|
34%
|
|
No
|
51%
|
51%
|
52%
|
48%
|
|
Not applicable (union, freelancer, etc.)
|
13%
|
14%
|
12%
|
18%
|
Was your negotiation successful? Please select all that apply. [only asked to respondents who attempted a negotiation]
|
|
All (n = 219)
|
Cis Man (n = 92)
|
Cis Woman (n = 109)
|
Trans or Nonbinary (n = 15)
|
|
No, I did not gain improved compensation, benefits or title
|
24%
|
20%
|
27%
|
33%
|
|
Yes, I improved my title
|
18%
|
24%
|
14%
|
7%
|
|
Yes, I increased my benefits
|
6%
|
7%
|
6%
|
0%
|
|
Yes, I increased my compensation
|
74%
|
77%
|
71%
|
67%
|
By Race
During your last job offer or performance review, did you try to negotiate your salary?
|
|
All (n = 608)
|
POC/Other (n = 212)
|
White (n = 390)
|
|
Yes
|
36%
|
40%
|
34%
|
|
No
|
51%
|
47%
|
53%
|
|
Not applicable (union, freelancer, etc.)
|
13%
|
13%
|
13%
|
Was your negotiation successful? Please select all that apply. [only asked to respondents who attempted a negotiation]
|
|
All (n = 219)
|
POC/Other (n = 85)
|
White (n = 133)
|
|
Yes, I increased my benefits
|
6%
|
6%
|
6%
|
|
Yes, I increased my compensation
|
74%
|
72%
|
74%
|
|
Yes, I improved my title
|
18%
|
18%
|
17%
|
|
No, I did not gain improved compensation, benefits or title
|
24%
|
27%
|
22%
|
By Gender x Race
During your last job offer or performance review, did you try to negotiate your salary?
|
|
All (n = 608)
|
POC/Other | Cis Man (n = 85)
|
POC/Other | Cis Woman (n = 105)
|
POC/Other | Trans or Nonbinary (n = 21)
|
White | Cis Man (n = 173)
|
White | Cis Woman (n = 191)
|
White | Trans or Nonbinary (n = 23)
|
|
Yes
|
36%
|
44%
|
39%
|
33%
|
32%
|
36%
|
35%
|
|
No
|
51%
|
44%
|
51%
|
38%
|
54%
|
51%
|
57%
|
|
Not applicable (union, freelancer, etc.)
|
13%
|
13%
|
10%
|
29%
|
14%
|
13%
|
9%
|
Was your negotiation successful? Please select all that apply. [only asked to respondents who attempted a negotiation]
|
|
All (n = 219)
|
POC/Other | Cis Man (n = 37)
|
POC/Other | Cis Woman (n = 41)
|
POC/Other | Trans or Nonbinary (n = 7)
|
White | Cis Man (n = 55)
|
White | Cis Woman (n = 68)
|
White | Trans or Nonbinary (n = 8)
|
|
Yes, I increased my benefits
|
6%
|
3%
|
10%
|
0%
|
9%
|
4%
|
0%
|
|
Yes, I increased my compensation
|
74%
|
76%
|
71%
|
57%
|
78%
|
71%
|
75%
|
|
Yes, I improved my title
|
18%
|
22%
|
17%
|
0%
|
25%
|
12%
|
12%
|
|
No, I did not gain improved compensation, benefits or title
|
24%
|
22%
|
29%
|
43%
|
18%
|
25%
|
25%
|
Management by Demographics
How many staffers do you manage? Please include everyone who reports “up the chain” to you, both directly or through layer(s) of management.
By Gender
|
|
All (n = 608)
|
Cis Man (n = 259)
|
Cis Woman (n = 297)
|
Trans or Nonbinary (n = 44)
|
|
0 staffers
|
61%
|
62%
|
59%
|
68%
|
|
1-4 staffers
|
26%
|
25%
|
27%
|
18%
|
|
5-9 staffers
|
8%
|
8%
|
7%
|
9%
|
|
10-14 staffers
|
2%
|
1%
|
3%
|
2%
|
|
More than 15 staffers
|
4%
|
4%
|
3%
|
2%
|
By Race
|
|
All (n = 608)
|
POC/Other (n = 212)
|
White (n = 390)
|
|
0 staffers
|
61%
|
66%
|
58%
|
|
1-4 staffers
|
26%
|
23%
|
27%
|
|
5-9 staffers
|
8%
|
6%
|
8%
|
|
10-14 staffers
|
2%
|
1%
|
3%
|
|
More than 15 staffers
|
4%
|
3%
|
4%
|
By Gender x Race
|
|
All (n = 608)
|
POC/Other | Cis Man (n = 85)
|
POC/Other | Cis Woman (n = 105)
|
POC/Other | Trans or Nonbinary (n = 21)
|
White | Cis Man (n = 173)
|
White | Cis Woman (n = 191)
|
White | Trans or Nonbinary (n = 23)
|
|
0 staffers
|
61%
|
67%
|
63%
|
81%
|
59%
|
58%
|
57%
|
|
1-4 staffers
|
26%
|
20%
|
28%
|
14%
|
28%
|
27%
|
22%
|
|
5-9 staffers
|
8%
|
6%
|
7%
|
5%
|
9%
|
7%
|
13%
|
|
10-14 staffers
|
2%
|
1%
|
1%
|
0%
|
1%
|
4%
|
4%
|
|
More than 15 staffers
|
4%
|
6%
|
2%
|
0%
|
3%
|
4%
|
4%
|
Seniority by Demographics
How would you describe your level of seniority within the organization?{#senior_demo}
By Gender
|
|
All (n = 608)
|
Cis Man (n = 259)
|
Cis Woman (n = 297)
|
Trans or Nonbinary (n = 44)
|
|
Entry-Level
|
15%
|
12%
|
16%
|
20%
|
|
Mid-Level
|
41%
|
38%
|
43%
|
41%
|
|
Senior-Level, but not Department Head
|
21%
|
24%
|
19%
|
20%
|
|
Department Head
|
16%
|
19%
|
14%
|
7%
|
|
Organization Head, President or C-Level
|
5%
|
5%
|
5%
|
2%
|
|
Other
|
0%
|
0%
|
0%
|
2%
|
|
Freelance
|
2%
|
1%
|
2%
|
7%
|
By Race
|
|
All (n = 608)
|
POC/Other (n = 212)
|
White (n = 390)
|
|
Entry-Level
|
15%
|
19%
|
13%
|
|
Mid-Level
|
41%
|
48%
|
37%
|
|
Senior-Level, but not Department Head
|
21%
|
12%
|
26%
|
|
Department Head
|
16%
|
15%
|
17%
|
|
Organization Head, President or C-Level
|
5%
|
4%
|
5%
|
|
Other
|
0%
|
0%
|
0%
|
|
Freelance
|
2%
|
2%
|
2%
|
By Gender x Race
|
|
All (n = 608)
|
POC/Other | Cis Man (n = 85)
|
POC/Other | Cis Woman (n = 105)
|
POC/Other | Trans or Nonbinary (n = 21)
|
White | Cis Man (n = 173)
|
White | Cis Woman (n = 191)
|
White | Trans or Nonbinary (n = 23)
|
|
Entry-Level
|
15%
|
16%
|
19%
|
29%
|
10%
|
15%
|
13%
|
|
Mid-Level
|
41%
|
44%
|
53%
|
38%
|
35%
|
38%
|
43%
|
|
Senior-Level, but not Department Head
|
21%
|
13%
|
10%
|
14%
|
30%
|
24%
|
26%
|
|
Department Head
|
16%
|
20%
|
12%
|
0%
|
18%
|
16%
|
13%
|
|
Organization Head, President or C-Level
|
5%
|
6%
|
3%
|
5%
|
5%
|
6%
|
0%
|
|
Other
|
0%
|
0%
|
0%
|
5%
|
1%
|
0%
|
0%
|
|
Freelance
|
2%
|
1%
|
2%
|
10%
|
1%
|
2%
|
4%
|
